2014 Fleet Service Discussion

[cltrat]

I will save my judgement until we have an agreement to vote on, I was just saying what criteria I would look for to base my decision on. Mind you, it was just a snippet of wht sahould be there in my opinion. And before a vote is taken, I think the ENTIRE contract, language and all, be available for viewing, not just the "highlight" sheet.

and no BS artist telling how you should vote for said high light sheet

 

[700UW]

A company can most certainly can lock you out and/or impose a new cba.

EL Al in the US had locked out their US based employees before.

 

[mike33]

Tim,
 
Am I reading you correctly that you don't think the Company can lock us out at the end of the thirty day cooling off period?
 
P. Rez

You mean you don't know the answer to that?

 

[ograc]

and no BS artist telling how you should vote for said high light sheet

Expect both. BS artists and nothing more than a highlight sheet, lacking details, to vote on. Hourly wage will be detailed though. How many times will we fall for it though?

 

[ograc]

Tim,
 
Am I reading you correctly that you don't think the Company can lock us out at the end of the thirty day cooling off period?
 
P. Rez

P. Rez
Is there merit to Tim's allegations on the current proposals and status of negotiations? Simple yes or no. I already know you can't speak to details.

 

[P. REZ]

You mean you don't know the answer to that?

Of course I know the answer, the question was based on Tim's response.

 

[P. REZ]

P. Rez
Is there merit to Tim's allegations on the current proposals and status of negotiations? Simple yes or no. I already know you can't speak to details.

Ograc,
 
There is an update on iam141.org as to the status of our negotiations which isn't encouraging. I can't respond to anything regarding what may or may not be on the table. All I can say is that any decision I've ever made is to try and better the lives of all members and that I have made mistakes in the past and will make mistakes in the future. 
 
P. Rez

 

[mike33]

Of course I know the answer, the question was based on Tim's response.

P Rez
  With all due respect. You should not have used a question. Why ask with a question if we know the answer. We can be locked out if we push for self help and not come to work....  I believe what the insinuation was that the advantage is the company doesn't know when that is and till it happens we can not be locked out just because we went beyond the 30 days. If I'm wrong in what was said then please explain.....

 

[P. REZ]

P Rez
  With all due respect. You should not have used a question. Why ask with a question if we know the answer. We can be locked out if we push for self help and not come to work....  I believe what the insinuation was that the advantage is the company doesn't know when that is and till it happens we can not be locked out just because we we went beyond the 30 days.

Mike,
 
I don't believe Tim knew that and that is why I posed it that way. Reread his whole post.  I understand that the advantage could be that the Company doesn't know if and when we strike but they can lock us out to solve that problem. 
 
P. Rez

 

[mike33]

Mike,
 
I don't believe Tim knew that and that is why I posed it that way. Reread his whole post.  I understand that the advantage could be that the Company doesn't know if and when we strike but they can lock us out to solve that problem. 
 
P. Rez

But there is also a 90 day possibility that no one has mentioned either.  But i'll stop there and not get too far ahead of myself because i don't think it will get that far if we stay strong.
 Again the RLA works for the companies by giving them 30 days to make alternative plans and the workers to sit and wait for 30 days.

 

[ograc]

Ograc,
 
There is an update on iam141.org as to the status of our negotiations which isn't encouraging. I can't respond to anything regarding what may or may not be on the table. All I can say is that any decision I've ever made is to try and better the lives of all members and that I have made mistakes in the past and will make mistakes in the future. 
 
P. Rez

P. Rez,
With all due respect I have read the update.Sounds to me like the same disrespect from the company for the IAM. Why do you think the company has this posture toward the "Fighting Machinists"? IMO... it's because this union has, in recent history, chose to run, than stand their ground and fight for the membership.Rest assurred, based on the UA CBA the company is expecting the same result. P. Rez. I believe you, along with others, on the NC are committed and trying thier best to bring back a respectable and fair Section 6 TA. to the US members. Unfortunately, your hands are tied by the higher ups within the IAM. Kinda like sending a boxer into the ring with both hands tied behind his back. As stated before... both parties want a ratification of a sub par contract as I see it. The final outcome, however and thankfully, lies with the membership.   

 

[700UW]

IAM representatives met yesterday with National Mediation Board member Linda Puchala and representatives of US Airways to review the current and future status of contract negotiations for both Fleet Service members and Maintenance members.
 
Full day discussions were held both separately with Ms. Puchala, and with the company with Ms. Puchala present in an effort to set the stage for progressive negotiations to resume to reach a settlement on behalf of US Airways members. The IAM outlined the need to reach a stand-alone agreement prior to entering combined negotiations with our Alliance partner, the TWU, to reach a full settlement for the new American Airlines employees.
 
Company representatives did not indicate that a response proposal to the IAM's last position would be presented to our Negotiating Team.
 
The IAM again reminded the NMB that both our Fleet Service negotiators and the Maintenance negotiating team have previously petitioned for a release from federal mediation and be allowed the full use of the Railway Labor Act to bring these talks to a conclusion. We reiterated our position that we will use all legal avenues available to us to bring our members the contracts they are entitled to.
 
At the end of day, with no progress being made, Ms. Puchala adjourned the meeting without indicating when future meetings under the auspices of the NMB would be scheduled.
 
We again told the NMB and the company that we are ready to meet at any time or place that will move these talks forward. We now wait to hear from the National Mediation Board.

 

[bob@las-AA]

This is in the contract that we have now at AA and has been part of it for a long time.
 
ARTICLE 33 - NO STRIKE - NO LOCKOUT
 
It is the intent of the parties to this Agreement that the procedures in this Agreement will serve as a means of amicable settlement of all disputes that may arise between them, and, therefore:
 
(1) The Company will neither cause nor permit a lockout during the life of this
Agreement, and
(2) Neither the Union nor the employees will engage in a strike, sit-down, walkout, stoppage, slowdown, or curtailment of work for any reason during the life of this Agreement.
 
Non of you at US will ever get a contract before a JCBA, the only thing that will happen is that IMO is that a cut and pase contract from both IAM and TWU will go to vote. We at AA might lose a little but you at US will stand to gain. Talk about strike or release from the NMB is truly a wast of your time. Keep in mind that in the end, the company allways gets what they want!

 

[700UW]

Do you realize the end of the 30 day cooling off period the company is free to impose a new CBA and those clauses can be gone and they can lock you out and the union can strike.
 
Your contract can be voided at the end of the 30 day cooling off period and the company can impose new terms.
 
Just like what happened at NW at the end of the 30 day cooling off period with AMFA.
 
Key word "Life of the Agreement"

 

[mike33]

This is in the contract that we have now at AA
 
ARTICLE 33 - NO STRIKE - NO LOCKOUT
 
It is the intent of the parties to this Agreement that the procedures in this Agreement will serve as a means of amicable settlement of all disputes that may arise between them, and, therefore:
 
(1) The Company will neither cause nor permit a lockout during the life of this
Agreement, and
(2) Neither the Union nor the employees will engage in a strike, sit-down, walkout, stoppage, slowdown, or curtailment of work for any reason during the life of this Agreement.

You are still governed by The RLA. End of agreement?....enter section 6. Its moot language